Bureaucracy management: The classic one

{A}  Several theories bridged the gap between strictly private and public sector management. One good example is Max Weber exploring sociologist, who explored the ideal bureaucracy in The Protestant ethic and the Spirit of Capitalism. Bureaucratic Theory was developed by a German. Sociologist and political economist Max Weber (1864-1920). According to him, bureaucracy is the most efficient form of organization. The organization has a well-defined line of authority. It has clear rules and regulations which are strictly followed. according to Max Weber, there are three types of power in an organization: 1. Traditional Power, 2. Charismatic power, and 3. Bureaucratic Power or Legal Power.

The Characteristics or Features of Bureaucracy Organisation

{B} Weber admired Bureaucracy for its trustworthiness. The Bureaucracy was constituted by a group of professional, ethical public officials. These servants dedicate themselves to the public in return for the security of job tenure among the many advantages of public employment. There is a high degree of division of Labour and specialization as well as a defined Hierarchy of authority. There are well-defined rules and regulations that follow the principle of Rationality, Objectively, and Consistency. These rules cover all the duties and rights of the employees. These rules must be strictly followed. Impersonal relations among the member of the organization. Interpersonal relations are based on positions and not on personalities

{C} Bureaucracy organization is a very rigid type of organization. Too much emphasis on rules and regulations which are rigid and inflexible. It does not give importance to human relations. No importance is also given to informal groups which nowadays play an important role in all business organizations. Yet, too much importance is given to the technical qualifications of the employees for promotion and transfers. The dedication and commitment of the employee are not considered. It is suitable for government organizations. It is also suitable for organizations where change is very slow. There will be unnecessary delays in decision-making due to formalities and rules. It is appropriate for static organizations. There is difficulty in coordination and communication.

{D} Herbal Simon, Chester Barnard, and Charles Lindblom are among the first of those recognized as early American public administrators. These men ushered in an era during which the field gained recognition as independent and unique, despite its multidisciplinary nature. Simon contributed theoretical separation to discern management, decisions based on values. since one cannot make completely responsible decisions with public resources based solely on personal values, one must attempt to upon objectively determined facts. Simon developed other relevant theories as well. Similar to Lindblom’s subsequently discussed critique of comprehensive rationality, Simon also taught that a strictly economic man, one who maximizes returns or values by making decisions based upon complete information in unlimited time, is unrealistic. Instead, most public administrators use a sufficient amount of information to make a satisfactory decision: they” satisfice.”

{E} In decision-making, Simon believed that agents face uncertainty about the future and costs in acquiring information in the present. These factors limit the extent to which agents can make a fully rational decision, thus they possess only” bounded rationality” and must make deci9sion by “Satisficing,” or choosing that which might not be optional but which will make them happy enough. ” Rational behavior, in economics, means that individuals maximize their utility function. Under the constraints they face (e.g. their budget constraint, limited choices,…..) in pursuit of their self-interest.

{F} Chester Barnard was also one of the watershed scholars. Barnard published “The Economy of Incentives”(1938), in an attempt to explain individual participation in an organization. Barnard explained organizations as systems of exchange. Low-level employees must have more incentive to remain with the organization for which they exchange their labor and loyalty. The organization (and higher-level employees) must derive sufficient benefit from its employees to keep them, The net pull of the organization is determined by material rewards, environmental conditions, and other intangibles like recognition. He gives great importance to persuasion much more than to economic incentives. He described four general and four specific incentives including Money and other material inducements; Personal non-material opportunities for distinction; DESIREABLE PHYSICal conditions of work; Ideal benefactions, such as pride of workmanship, etc.

A New Humanist Era: Rethinking Power and Management

{G} Humanists embrace a dynamic concept of employee and management techniques. This requires a theoretical shift away from the idea that an employee is a cog in the industrial machine. Rather, employees are unique individuals with goals, needs desires, etc.

{H} The humanist era ushered in other possible interpretations of such topics as power and management. One of the most significant was Douglas McGregor’s “Theory X and TheoryY. ” McGregor’s work provided a basis for a management framework, a structure upon whose rungs the classic and new-age management might be hung. first, commonly held by early management theorists, Theory X begins with the assumption that humans possess an inherent aversion to work. Employees must therefore be coerced and controlled if management expects to see results. Further, lazy humans prefer direction bordering micromanagement whenever possible.

{I} Theory Y is much more compatible with the humanist tradition. This begins with the assumption that work is as natural for humans as rest or play. Further, employees will direct and control themselves as they complete objectives. Humans learn naturally and seek responsibility. Consequently, managers need only to steer employees in a cooperative manner toward goals that serve the organization. There is room for many to create and share power.

{J} The Z- Organization can be thought of as a complimentary third element to McGregor’s dichotomy. Z- organizations are Japanese organizations that are a Japanese organizational model. Similar to Theory Y management, Z organizations place a large degree of responsibility upon the employees. Further, relatively low-level employees are entrusted with the freedom to be creative, ” wander around the organization” and become truly unique, company-specific employees. However, employees achieve only after “agreeing on a central set of objectives and ways of doing business” In Z Organizations, decision-making is democratic and participatory. Despite the many ADVANTAGES OF THIS ORGANIZATIONAL MODEL, THERE ARE SEVERAL DRAW-BACKS. THESE INCLUDE THE DEPREDATION OF A LARGE PROFESSIONAL DIstance-de personalization is impossible in Z-organizations. Since, in reality, there is a high percentage of workers who would like to work for the financial return than the job objectives. A high level of self-discipline is also necessary.

In recent years, it has been shown that plants, more accurately roots, play a crucial part in purifying dirty water before it enters seas and rivers. In 15th-century Britain, dirty water was purified by passing through the wetlands. People began to realize that the “natural” way of water purification was effective. Nowadays subsurface flow wetlands (SSFW) are a common alternative in Europe for the treatment of wastewater in rural areas, Mainly in the last 10 to 12 years there has been a significant growth in the number and size of the systems in use. The conventional mechanism of water
purification used in big cities where there are large volumes of water to be purified is inappropriate in rural areas.

The common reed has the ability to transfer oxygen from its leaves, down through its stem and rhizomes, and out via its root system. As a result of this action, a very high population of microorganisms occurs in the root system, in zones of aerobic, anoxic, and anaerobic conditions. As the waste water moves very slowly through the mass of reed roots, this liquid can be successfully treated. The reason why they are so effective is often because within the bed’s root sector, natural biological, physical and chemical processes interact with one another to degrade or remove a good range of pollutants.

Dirty water from households, farms and factories consume a lot of oxygen in the water, which will lead to the death of aquatic creatures. Several aquatic plants are important in purifying water. They not only absorb carbon dioxide and release oxygen into the water, improving the environment for fish, but absorb nutrients from the welter as well. Britain and the G.S. differ in their preference of plants to purify water. Bulrushes (Scirpus spp.) and rushes (Juncus spp.) are excellent water purifiers. They remove excess nutrients from the water as well as oil and bacteria such as Escherichia coli and Salmonella. However, algae grow freely in summer and die off in winter. Their remains foul the bottom of the pool.

Artificial reed beds purify water in both horizontal and downflow ways. The reeds succeed best when a dense layer of root hairs has formed. It takes three years for the roots to fully develop. Which type of wetland a certain country applies varies widely depending on the country in Europe and its main lines of development. Besides the development of horizontal or vertical flow wetlands for wastewater treatment, the use of wetlands for sludge treatment has been very successful in Europe. Some special design lines offer the retention of microbiological organisms in constructed wetlands, the treatment of agricultural wastewater, treatment of some kinds of industrial wastewater, and the control of diffuse pollution.

If the water is slightly polluted, a horizontal system is used. Horizontal-flow wetlands may be of two types: free-water surface-flow (FWF) or sub-surface water-flow (SSF). In the former the effluent flows freely above the sand/gravel bed in which the reeds etc. are planted; in the latter effluent passes through the sand/gravel bed. In FWF-type wetlands, effluent is treated by plant stems, leaves and rhizomes. Such FWF wetlands are densely planted and typically have water-depths of less than 0.4m. However, dense planting can limit the diffusion of oxygen into the water.

These systems work particularly well for low strength effluents or effluents that have undergone some forms of pretreatment and play an invaluable role in tertiary treatment and the polishing of effluents. The horizontal reed flow system uses a long reed bed, where the liquid slowly flows horizontally through. The length of the reed bed is about 100 meters. The downside of horizontal reed beds is that they use up lots of land space and they do take quite a long time to produce clean water.

A vertical flow (downflow) reed bed is a sealed, gravel filled trench with reeds growing in it. The reeds in a downflow system are planted in a bed 60cm deep. In vertical flow reed beds, the wastewater is applied to the top of the reed bed, flows down through a rhizome zone with sludge as a substrate, then through a root zone with sand as a substrate, followed by a layer of gravel for drainage, and is collected in an under drainage system of large stones.

The effluent flows onto the surface of the bed and percolates slowly through the different layers into an outlet pipe, which leads to a horizontal flow bed where it is cleaned by millions of bacteria, algae, fungi, and microorganisms that digest the waste, including sewage. There is no standing water so there should be no unpleasant smells.

Vertical flow reed bed systems are much more effective than horizontal flow reedbeds not only in reducing biochemical oxygen demanded (BOD) and suspended solids (SS) levels but also in reducing ammonia levels and eliminating smells. Usually considerably smaller than horizontal flow beds, they are capable of handling muc stronger effluents which contain heavily polluted matters and have a longer lifetime value. A vertical reed bed system works more efficiently than a horizontal reed bed system, but it requires more management, and its reed beds are often operated for a few days then rested, so several beds and a distribution system are needed.

The natural way of water purification has many advantages over the conventional mechanism. The natural way requires less expenditure for installation, operation and maintenance. Besides, it looks attractive and can improve the surrounding landscape. Reed beds are natural habitats found in floodplains, waterlogged depressions and estuaries. The natural bed systems are a biologically proved, an environmentally friendly and visually unobtrusive way of treating wastewater, and have the extra virtue of frequently being better than mechanical wastewater treatment systems.

Over the medium to long term reed bed systems are, in most cases, more cost effective to install than any other wastewater treatment. They are naturally environmentally sound protecting groundwater, dams, creeks, rivers and estuaries.